https://www.rechtstark.org Wed, 07 Oct 2026 09:04:04 +0000 hourly 1 https://wordpress.org/?v=7.1.3 https://www.rechtstark.org/en/blog/mail-fraud-olg-cologne-ruling/#comment-1666 Wed, 07 Oct 2026 09:04:04 +0000 https://www.rechtstark.org/?p=4719#comment-1666 […] as the Cologne Higher Regional Court ruling protected creditors against manipulated bank details, this ruling underscores how crucial diligence […]

]]> https://www.rechtstark.org/en/blog/won-unfair-dismissal-case-still-no/#comment-1662 Tue, 06 Oct 2026 11:04:39 +0000 https://www.rechtstark.org/?p=5016#comment-1662 […] some exceptions and special features that employees should know in order to assert their rights. Further information on enforcing your rights can be found on our […]

]]> https://www.rechtstark.org/en/blog/won-unfair-dismissal-case-still-no/#comment-1659 Tue, 06 Oct 2026 10:31:29 +0000 https://www.rechtstark.org/?p=5016#comment-1659 […] Many employees hesitate to make such an offer for fear of conflict. Yet it is an important signal: You show that you are willing to work and know your rights. In a dispute, this letter can be decisive. If you have already filed an unfair dismissal claim because the short-time work led to a dismissal, you should know that wage claims and dismissal protection are closely linked. Read also our article Unfair dismissal claim won — still no pay? How to enforce your claims. […]

]]> https://www.rechtstark.org/en/blog/won-unfair-dismissal-case-still-no/#comment-1657 Tue, 06 Oct 2026 08:14:49 +0000 https://www.rechtstark.org/?p=5016#comment-1657 […] For employees this means: you should not lightly decline an offer of interim employment. If the offer refers to the previous working conditions and the dismissal facts are undisputed, a court will generally consider the offer reasonable. The question of whether interim employment after termination is reasonable decides your claim to default-of-acceptance pay. Whoever rejects it then risks going empty-handed. Anyone who is unsure should urgently consult a specialist lawyer for employment law before making a declaration. Even after winning a dismissal protection proceeding there are important points to observe — for instance when enforcing wage claims, as we explain in a further article. […]

]]> https://www.rechtstark.org/en/blog/executive-severance-agreement/#comment-1653 Mon, 05 Oct 2026 10:45:41 +0000 https://www.rechtstark.org/?p=4463#comment-1653 […] Anyone negotiating a termination agreement should therefore examine exactly which clauses it contains. With social media clauses in particular, it is worth questioning their scope. Is only publishing your own reviews prohibited, or also causing third parties to do so? Is there a contractual penalty? How long does the ban last? These details can be decisive in a dispute. An experienced specialist lawyer for employment law can review the contract and improve it if needed. Learn more about pitfalls in termination agreements for executives in our article on termination agreements for executives. […]

]]> https://www.rechtstark.org/en/blog/severance-for-operational-redundancy/#comment-1650 Mon, 05 Oct 2026 10:28:03 +0000 https://www.rechtstark.org/?p=4996#comment-1650 […] note that the severance payment in the context of protection against dismissals for operational reasons often depends on bargaining power. If you receive a severance after a summary dismissal, special […]

]]> https://www.rechtstark.org/en/blog/severance-for-operational-redundancy/#comment-1647 Mon, 05 Oct 2026 09:00:16 +0000 https://www.rechtstark.org/?p=4996#comment-1647 […] outstanding wages. Default of acceptance can also have further consequences, for example a right to severance pay or even […]

]]> https://www.rechtstark.org/en/blog/severance-for-operational-redundancy/#comment-1643 Mon, 05 Oct 2026 08:53:20 +0000 https://www.rechtstark.org/?p=4996#comment-1643 […] The court referred to the wording of Section 271(1) of the German Civil Code (BGB), which states that the creditor may demand performance immediately if a time for performance is neither fixed nor determinable from the circumstances. Since the settlement contained no specific due-date provision, the severance was immediately due. The employer’s argument that accounting and payment of labor court settlements typically occur with the next available payroll run was rejected. More on severance pay for operational termination. […]

]]> https://www.rechtstark.org/en/blog/autumn-job-market-weak-dismissal/#comment-1638 Fri, 02 Oct 2026 10:47:49 +0000 https://www.rechtstark.org/?p=4961#comment-1638 […] willingness to settle. The current labor market situation is a key factor, as our article on the autumn upturn in the job market shows. An employer seeking a quick resolution will often pay more than one playing for […]

]]> https://www.rechtstark.org/en/blog/enforce-wage-payment-guide/#comment-1634 Fri, 02 Oct 2026 09:39:01 +0000 https://www.rechtstark.org/?p=4699#comment-1634 […] For workers affected by a similar regulation between 2022 and 2024, the ruling opens up new possibilities. Those who only received a smaller one-off payment despite being entitled to the monthly inflation lump sum may be able to claim the difference. However, it should be noted that claims arising from employment relationships can regularly expire – the statutory limitation period is three months if the claim is not enforced through a lawsuit. Affected workers should therefore act quickly. Information on further entitlement to payment is available in our Guide to Entitlement to Payment. […]

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